HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

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P R E S E N TAT I O N
O N
M A N A G E M E N T I N F O R M AT I O N S Y S T E M

HUMAN RESOURCE
INFORMATION
SYSTEM

• Systems and processes at the intersection between HRM and IT.
• Merged as an HRM discipline with IT field.
• Electronic tools used to access HR-related information and perform HR-related
functions:
– Training and development
– Labor relations
– Strategic HR
– Global HR
HRIS:

• helps HR managers perform HR functions in a more effective and systematic
way using technology.
• acquiring, storing, manipulating, analysing, retrieving, and distributing
pertinent information regarding an organization's human resources.
HRIS:

HRIS DEFINED:
• “HRIS can be briefly defined as
integrated systems used to gather, store
and analyze information regarding an
organization’s human resources.”
(Hedrickson, 2003, p.381).

HRIS DEFINED:
• HRIS “One which is used to acquire,
store, manipulate, analyze, retrieve and
distribute information about an
organization’s human resources.”
(Tannenbaum 1990)

• HR Professionals (such as HR rep, HR Manager, etc.)
• Support staff
• Lower Level Employees
• Middle Level Employees
• Upper Level Employees
• Executives & Directors
HRIS: USERS

• Recruitment
– Locate and attract applicants
• Selection
– Getting right people for right position
• Training and Development
– Training – for current jobs
– Development – for future jobs
HR: PROCESS

• Performance Evaluation and Management
– Evaluate employees work efficiency
• Promotions/Performance Appraisal
– Responsible for proper compensation of the deserving employees
• Employee Relations
– Build camaraderie among colleagues
HR: PROCESS

• Record keeping of all personal data.
– Keeper of all people related data such as family members, previous company that an
employee worked with, etc.
• Compensation and Benefits
Responsible for giving appropriate benefits and salaries to the employees in order to
maintain or increase their efficiency level
• Career development
– Help the employees to develop their respective career by implementing different training
and development that the employee needed
HR: PROCESS

 Abra Suite
 ABS (Atlas Business Solutions)
 CORT: HRMS
 HRSOFT
 Human Resource MicroSystems
 ORACLE- HRMS
 PEOPLESOFT
 SAP HR
 SPECTRUM HR
 VANTAGE: HRA
HRIS: SOFTWARES

BASIC SYSTEM REQUIREMENTS:
1. Desktop PCs ; Standard browsers
2. Organization-wide server.
3. Server-side software such as HTML, Java,
JavaScript, Perl.
4. Intranet communications protocol running on both
PCs and the server.
5. Relational database/Information processing
software for records, payroll, etc..

• Faster information process,
• Greater information accuracy,
• Improved planning and program development, and
• Enhanced employee communications (Overman, 1992).
HRIS: BENEFITS

BENEFITS OF HRIS
• Efficient and Effective use of Time
• Cost Efficiency / Cost Effectiveness
• Creates new opportunities for better analysis of the
workforce.
• Streamline the activities within the HR department;

 Lack of management commitment.
 Failure to include key people
 Failure to keep project team intact
 Politics / hidden agendas
 Failure to involve / consult significant groups
 Lack of communication
 Bad timing (time of year and duration
HRIS: CHALLENGES

SUCCESS STORY OF TAJ HOTEL AFTER
IMPLIMENTING HRIS
Training and Hiring Policies.
360-degree Feedback.
ESTS (Employees Satisfaction Tracking System)
STARS.
“Employees share a deep connection and sense of pride for being associated
with the legend that is Taj”

OUTCOMES OF HRIS POLICIES
 ERR (Employee retention rate) is the highest amongst all its competitors.
 Drives employees beyond their duties which was totally unexpected of them as
was in the case of 26/12 Tsunami and 26/11 attacks.
 In 2014, Taj Group was conferred HERMES Award for its innovative HR
practices.
With the implementation of STARS, there was tremendous improvement in the
service standards and also the customer satisfaction level.

HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

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